POSITION IMPACT ANALYSIS
EMBARGOED
Explanation
The purpose of the Position Impact Assessment (PIA) is to assess the impact of the positions within the proposed new organisational structure with current positions. The PIA does this by reviewing information about the current and proposed positions with position descriptions
being the primary source of information. The PIA focuses on any points of difference and so does not detail the ful content information for each position, i.e. all accountabilities, skil s and experience. So where an accountability or skil is the same between the current and the
proposed position this is not shown.
Proposed New Position
Existing Positions
Position Title
Group Manager
PRFO
DPRFO
AM
AAM
Business Area
Service Delivery
Service Delivery
Service Delivery
Service Delivery
Urban
Reports to
District Manager
Region Manager Rural
PRFO
Fire Region Manager
AM
Location
72 Group Managers nationally working across 17
18 rural districts
18 rural districts
24 urban areas
24 urban areas
districts
Tier
Tier 5
Tier 4
Tier 5
Tier 4
Tier 5
Ranges from 15 to 20 direct reports (incl volunteer
Ranges from 2 to 10 direct reports
Staff responsibility: Nil
Ranges from 8 to 47 direct reports
Ranges from 0 to 7 direct reports
Number of direct / indirect
leaders)
Ranges from 47 to 400 indirect reports (volunteers
Ranges from 100 to 600 indirect reports (incl paid and Ranges from 0 to 150 indirect reports
reports
Ranges from 50 to 250 indirect reports (incl
only)
volunteers)
volunteers)
Job Band
Band 17
Band 18
Band 16
Band 18/19
Band 17
Mid-point salary range
$120,306
$140,356 (18)
$101,132
$140,356 (18) $150,383 (19)
$120,306
•Responsible for leading and managing a number of •Management, coordination and delivery of
•Contributes to ensuring operational performance &
•Leads and manages urban paid staff and volunteer
•Manages urban paid brigades within a specific
urban and rural volunteer and paid brigades and
programmes ensuring the operational performance of management of rural fire across a district
brigades
geographical area to deliver core fire services
stations undertaking response activities within a
rural fire within a specified geographical area
•Responsible for operational performance &
•Delivery of core fire services
•Co-ordinates across urban paid staff and volunteer
Differences in purpose
district - both natural and built environments
management within defined geographic area &/or
•Manage the operations and administration of the urban brigades to ensure effective delivery of core fire services
•Contributes to supporting risk reduction and
specific portfolio across the 4 R's
fire area
position
community readiness and recovery functions and
•Contributes to management, co-ordination & delivery
activities in designated location
of operational activities across the rural district
•Strong focus on collective leadership accountabilities •Manages the operations and administration of a rural •Management of rural fire across a district and
•Manages an urban area
•Manages urban staff at stations
as member of District Leadership Team
fire district
responsible for the 4R's in a specified geographical
•Manages relationship with CFOs of urban volunteer
•Does not manage urban volunteer brigades
•Manages all staff and volunteers in designated
•Has direct engagement with rural volunteers
area - no management of urban activities
brigades
•Does not generally manage volunteer support staff or
location
•Undertakes response and risk reduction activities,
•Provides leadership, guidance and support to rural
•Has a AAM who directly manages urban paid brigades business support staff
•Manages staff undertaking urban and rural functions including compliance and enforcement; not a focus on volunteer leaders (Controllers) & operational personnel •Geographical area of AM much larger than for a Group •Limited direct engagement with communities for risk
•Key conduit between local communities and
community readiness and recovery
•Does not manage volunteer support staff or business Manager
reduction or readiness activities
organisation
•Manages rural staff and rural volunteers across a
support staff
•No specific community relationship and engagement
•Works with District CRR team to support
rural fire district
•Does not manage paid brigades
accountabilities
Differences in key
engagement with communities
•Directly manages business support staff
•Undertakes rural fire control activities & manages
•Position has strong internal focus
accountabilities
•Works with Wildfire Specialists & District RR team to
equipment - tactical activity
•Undertakes response in urban areas
understand current & predicted fire danger
•Does not manage urban staff or urban brigades
•Does not manage rural staff or rural brigades
•Manages capability, capacity & provision of
specialist wildfire response expertise
•Works closely with volunteer leaders to build their
capability to lead & manage brigades
•Manages 15 - 20 direct reports -operation and
•PRFO is a higher tier than GM
•DPFRO is same tier as GM
•AM is higher tier than GM
• AAM is same tier as GM
support staff and urban and rural volunteer leaders
•PRFO is higher band than GM position
•DPRFO is lower job band than GM
•AM is higher job band than GM
•AAM is same job band as GM
•Manages 200 - 1200 indirect reports (paid staff,
•PRFO manages rural staff and rural volunteers
•DPRFO has no direct reports
•Manages AAMs and range of other support and risk
•AAM manages less direct reports than GM
Differences in job hierarchy, urban and rural volunteers and contractors)
•PRFO manages two core positions - DPRFO & BSC
reduction staff; does not manage managers
•AAM manages less indirect reports than GM
job sizing and number of
•Member of District Leadership Team
responsible for specific areas of work - risk reduction,
direct and indirect reports
•Leads and manages diverse range of positions -
community readiness and recovery
SSO, VSO, BSC, CFO and Control er
•Manages urban staff and urban volunteers
•Experience engaging and partnering with Maori & iwi •Emphasis on operational and practical skil s in
•Capability requirements mainly technical
•Emphasis on operational & practical skil s in
•Emphasis on operational & practical skil s in management
•Experience working with communities to achieve
operational rural fire management
•Less emphasis on leadership, managerial or core
management of fire risk
of fire risk
outcomes
•Less emphasis on leadership, managerial or core
public sector leadership requirements
•Less emphasis on leadership, managerial or core
•Less emphasis on leadership, managerial or core public
Differences in key
•Stronger emphasis on knowing socioeconomic
public sector leadership requirements
public service sector requirements
service sector requirements
qualifications, experience &
characteristics of district
skil s
•Core public sector leader capabilities - machinery of
Govt, legislative & regulatory interpretation &
stakeholder engagement
•Budget and delegations to be confirmed
•Budget $50k - $1.8m
•$5k Opex
•Budget for lower band AM $1.2m - $9.3m
•$5k Opex
under the Official Information Act 1982
•HR delegations attached
•$5k Purchase card monthly limit.
• Budget for higher AM band $9.3m - $25m
•$5k Purchase card monthly limit.
Differences in delegations
•HR delegations attached
•HR delegations attached
•The Group Manager position would be accountable The accountabilities of the PRFO would be absorbed •The accountabilities of the DPRFO would be absorbed The accountabilities of the Area Manager would be
The accountabilities of the AAM would be absorbed into
for leading and managing a number of paid and
into the proposed new position of District Manager
into the proposed new positions of:
absorbed into the proposed new position of District
and split across the proposed new positions of Group
volunteer brigades and stations undertaking response which would operate at a strategic level and have
• Group Manager, which would be accountable for
Manager which would operate at a strategic level and Manager. This new position would have a broader remit of
activities within a district encompassing natural and broader accountability for both the built and natural
leading and managing a number of paid and volunteer have broader accountability for both the built and
leading and managing all stations and volunteer urban and
built environments.
environments. The Group Manager position would be urban and rural brigades and stations and contributing natural environments. The Group Manager position
rural brigades and support work across the 4 R’s initially in
•The Group Manager would contribute to supporting accountable for leading and managing a number of
to supporting risk reduction and community readiness would lead and manage a number of paid and volunteer a designated location. As well as holding a ‘functional
risk reduction and community readiness activities
brigades and stations undertaking response activities and recovery activities within the community
brigades and stations undertaking response activities portfolio’ within the District. The AAM has no specific
within their communities.
within a district and contributing to supporting risk
• Risk Reduction Senior/Advisors, which would be
within the district and contribute to supporting risk
community relationship and engagement accountabilities
• The Group Manager would manage across the built reduction and community readiness and recovery
accountable for undertaking risk reduction activities in reduction and community readiness within their
currently.
and natural environments
activities within their communities. The Group
the community
communities. The Group Manager position sits at a
Summary comments
Manager position sits at a lower tier than the PRFO
• Community Readiness and Recovery
lower tier than the Area Manager position.
Released
position.
Senior/Advisors, which would be accountable for
engaging and working with communities to build
readiness and recovery
Each of these proposed new positions would be
accountable for both the built and natural
environments.
Overall preliminary
Significant change
Significant change
Significant change
Significant change
assessment
September 2019
Document Outline
